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Secretary’s Foreword
The Executive and I are pleased to present the Department of Industry and Science’s Diversity and Inclusion Strategy 2015-18. This strategy is our formal commitment to a workplace culture that builds respect, fosters inclusiveness, promotes diversity and embraces the unique skills and qualities of all our employees. To be a high performing department it is essential that together we create a workplace where all of us can achieve our full potential, feel that our contributions are valued and work effectively and flexibly together.
The diversity of our staff is one of our greatest assets. By having a diverse workplace we will benefit from rich and challenging opportunities and experiences and better reflect the communities and businesses we serve. While working together and recognising the value of the differences among employees, the department can learn and grow from these different backgrounds, experiences and views. It is also important to acknowledge similarities in values and commitment to solving problems and making a difference across our department.
Our Diversity and Inclusion Strategy 2015-18 provides the overarching framework to diversity and inclusion across the department and is supported by a number of targeted diversity plans and strategies including: the Reconciliation Action Plan 2015-17, our Disability Strategy and Action Plan and the Agency Multicultural Plan.
Harnessing workplace diversity creates a more inclusive and supportive work environment, better team work and more effective service delivery. It increases productivity, encourages greater creativity and different ways of thinking for improved decision making.
To achieve this, over the next three years we will continue to focus on increasing our Indigenous employee representation, increasing our disability confidence and employee representation and developing an approach to assist our mature aged workers as they transition to retirement.
I encourage you to draw on the value of your own life skills and experiences, as well as the people with whom you work, to enhance our working environment and the quality of decision making in the department.
Glenys BeauchampSecretary
Introduction
The Department of Industry and Science is committed to building diversity and inclusion initiatives into our everyday business. It is committed to providing a supportive and respectful work environment which recognises and values the diversity of its employees.
This Strategy acknowledges that every employee, of any gender, age, ethnicity or cultural background, disability, sexual orientation, religious faith, political affiliation, socioeconomic origin, or family responsibility can make valuable contributions to achieving business outcomes. It supports all aspects of employment, people management and development within the department.
What is Workplace Diversity and Inclusion?
Diversity is about respect for individual difference. It acknowledges the myriad of ways we are different and unique and the skills and experiences that we bring to the workplace. In addition to those personal characteristics described above, things such as our education level, job function, socio-economic background, personality and preferences, geographic location and family responsibilities. Inclusion is about fostering a work environment where those individual differences are valued.
Diversity and inclusion is about removing barriers to ensure all employees enjoy full participation in a workplace which supports the development and achievement of well informed and culturally appropriate business outcomes. No matter what diversity means to you, it involves us all recognising the value of individual differences and learning how to manage and nurture them in the workplace.
Benefits of Workplace Diversity and Inclusion
Having a diversity and inclusion strategy helps to build the department’s relationship with the community and our stakeholders, enhance the contribution of our employees and improve the quality of our programmes, policies and services. Employing a diverse workforce provides a number of benefits to the department and its employees, including but not limited to:
fostering a strong and collaborative culture that builds and takes advantage of employee capability and creates career opportunities
the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organisation’s success
becoming an organisation of choice for new employees.
We maximise our capability by drawing on the diversity of our people and this has the benefit of improving employee retention, enhancing productivity and our wellbeing.
Responsibilities
All employees have an ethical and legal responsibility to maintain an environment that is safe, respectful and productive. Everyone has the right to be treated fairly within the workplace in an environment that recognises and accepts diversity.
Our Commonwealth and Australian Public Service employment, discrimination and safety legislation reflects the expectations that the government and community have about a fair, inclusive and productive public service. The aim is to take ownership of, and observe, the spirit and intent of that legislative framework in order to make the principles of diversity and inclusion a workplace reality.
We can all contribute by:
participating in workplace diversity activities and opportunities conducting business consistent with the APS values and Code of Conduct
including by treating everyone with courtesy and respect complying with all anti-discrimination and workplace diversity legislation.
Our managers and supervisors can contribute by:
displaying a positive commitment to workplace diversity and inclusion by modelling the APS Values and Code of Conduct
ensuring that flexible work practices are observed and that the workplace is accessible and provides support where needed
fostering an inclusive workplace culture in which people with diverse backgrounds are included in work and social networks
dealing quickly and effectively with inappropriate behaviour in the workplace participating in workplace diversity training opportunities and encouraging their
staff to attend implementing and abiding by this strategy to assist staff in understanding its
importance and ensuring its achievements.
The success of the strategy is dependent upon the support of everyone in the department. Everyone has a responsibility for contributing to a culture which supports and values diversity and inclusion.
Identified Priorities
In meeting its obligations, the department will focus on the following groups:
INDIGENOUS AUSTRALIANSThe department is eager to play its part in positively influencing APS Indigenous recruitment and retention and to meet the wider agenda of employment and equity outcomes for Australia’s first people – consistent with both the Council of Australia governments (COAG) Closing the Gap principles and targets and the Government’s Indigenous Economic Development Strategy 2011-2018.
PEOPLE WITH DISABILITYThe department supports its employees with disability and promotes the management and implementation of practices that provide a working environment that is accessible to all. Consistent with Government and broader APS strategic direction, the department aspires to change the way we think about disability and develop staff confidence and know-how to create a diverse workforce. We have and will continue to work with a range of external specialists to make available better practice information and resources on disability for our staff and managers
PEOPLE FROM CULTURALLY AND LINGUISTICALLY DIVERSE BACKGROUNDSCultural and linguistic diversity is a very broad concept and encompasses the differences that exist between people, such as language, dress, traditions, food, societal structures, art and religion. The department is committed to creating development opportunities and recognise, value and leverage the cultural and linguistic diversity of our workforce.
MATURE AGE WORKERS AND THE INTER-GENERATIONAL WORKFORCEThe Australian Public Service Commission defines mature aged employees as 45 to 54 years, and other workers aged 55 years and older. For our purposes mature aged workers are those employees over 45 years of age. As the workforce profile is ageing, we must look at ways to support mature age workers in order to utilise and retain their skills and knowledge.
Our Strategy
Our strategy aims to create a supportive, flexible and fair workplace in which differences between employees are respected and viewed as an organisational asset. Our four key aims are:
Aim 1 - Foster diversity practice through our business planning and outcomes
Integrate workplace diversity principles into workplace structures and procedures by encouraging the provision of flexible work practices, in accordance with the department’s Enterprise Agreement, while at the same time meeting operational requirements
Encourage diverse representation in policy making, programme management and decision-making forums
Continue to improve SES, managers and supervisors leadership skills through departmental leadership and management programs and forums
Encourage new starters and existing staff to volunteer their diversity details so we have a better understanding of our workforce
Invest in the Performance Planning & Review (PPR) process to provide opportunities to support training needs, capability development and career development
Aim 2 - Encourage a diverse workforce and employment opportunities for employees
Design and foster creative and targeted human resource solutions and employment programmes to benefit from the energy, values and perspectives that a broader talent pool can offer
Support and encourage human resource and people management solutions that overcome what might be traditional barriers for some elements of the workforce
Ensure recruitment, selection processes and panel training incorporates diversity principles for flexible, fair and equitable outcomes
Ensure external recruitment agencies contracted by the department are aware of our diversity and inclusion commitments and requirements
Advertise positions using a range of media and networks as appropriate, to attract a wider range of applicants
Continue to use exit survey data to inform HR strategy and workforce planning
Aim 3 - Foster a workforce that is fully informed about and committed to diversity and inclusion principles
Launch and promote the 2015- 2018 Workplace Diversity and Inclusion Strategy
Promote and celebrate key events that relate to workplace diversity and inclusion e.g. NAIDOC Week, Harmony Day, International Woman’s Day, International Day of People with Disability, Volunteer Week, Mental Health Week
Continue to support Workplace Contact Officers and awareness raising in relation to bullying and harassment in the workplace
Continue to promote and support groups like the Indigenous Employee Network, Disability Consultative Network, RAP Working Group and Divisional Consultative Committees
Ensure diversity and inclusive practices are integrated into key departmental learning and development activities e.g. Orientation, leadership development, SES Forums, etc
Continue initiatives that support employees future and current work life e.g. Superannuation and retirement planning seminars, flexible workplaces of the future
Aim 4 - Maintain a balanced working environment and ensure the wellbeing of our people
Build on existing health and wellbeing policies and practices including the Employee Health Safeguard
Promote and support the Workplace Contact Officers and Health & Safety Networks
Continue to provide an Employee Assistance Program (EAP) service for professional, confidential counselling services for employees and their immediate family members
Continue to provide, where appropriate, opportunities for teleworking and other flexible workplace practices
Continue to support a healthy workforce and offer a range of activities and initiatives to support the health and wellbeing of our employees including FITTER programs, health and wellbeing seminars, mini health checks etc
A snapshot of Diversity within the department
As at 30 June 2015, the department’s workforce comprised approximately 2,500 employees.
Some 16.2% of employees originate from non-English speaking backgrounds.
Employees who identify as having a disability represent approximately 2% of the department workforce, while employees who identify as Indigenous Australians comprise of 0.8%.
Of the total workforce, 51% are women. The median age is 41, and significantly, more than a third of employees (41%) are aged 45 and over and are included in the APS mature-age worker category.
We have identified the need to improve employment and retention of people in these groups to meet or exceed the APS average. This comparison is based on volunteered information and an objective of this strategy is to encourage all new starters and existing employees to complete their diversity information.
